Accessible information

, 34–35

Accessible technology

, 33

Accessible workplace

, 34

Accessible workspace

, 34

Administrative barriers

, 31–32

Advantages of workplace inclusion

, 10–12

inclusion contributing positively to sales, customers, and profits

, 10

inclusion providing a wide talent pool

, 11–12

lack of inclusive practice within organization

, 11–12

non-profit organizations

, 11

Affinity and employee resource (ERG) groups

, 110–112

Affinity groups. See Employee resource groups (ERGs)

Age, disparities based on

, 21

Age discrimination in employment

, 29

Age diversity, training manual guide for

, 126–129

flexible work design

, 129

health care benefits and medical facilities

, 129

learning, training, and career development

, 128

organizational drivers for

, 128

recruitment

, 128

tips for inclusion of age-old workforce

, 127

American National Standards Institute (ANSI)

, 2

Americans with Disabilities Act (ADA)

, 53

Architectural barriers

, 32

Architectural Barriers Act in 1968

, 2

Artificial intelligence (AI)

, 39–41

Assistive technology (AT)

, 34, 39–41

Assistive technology services (ATS) framework

, 39–41

Astigmatic visions, talent leaders applying

, 16

ASX (Australian Securities Exchange) council

, 47

Attitudinal barriers

, 31

Authentic leaders’ characteristics

, 49

Autism spectrum disorder (ASD)

, 56–57

Average variant extracted (AVE)

, 68, 89

Baby Boomers

, 15, 28, 29, 30

Behavioural diversity

, 38–39

inclusion of

, 39

Benefits of inclusion and accessibility training

, 104

Benefits of inclusive workplace

, 10

Biases and prejudices

, 8–9

Bootstrapping technique

, 93

Business resource groups. See Employee resource groups (ERGs)

Business Sense

, 45

Case study

, 133–135, 136–137, 138–139

hypothetical cases

, 133

Challenges and strategies for promoting inclusion at workplace

, 7–9

biases and prejudices

, 8–9

employees, resistance from

, 8

Challenges and the paradoxes at organizational level in the practice of inclusion

, 15–16

focus and vision, lack of

, 16

gender identity inclusion at workplace

, 16

incompetence of HR policies and practices

, 15

talent leaders applying astigmatic visions

, 16

Civil Rights Act of 1964

, 1–2

Civil Rights movement

, 2

Coefficient of determination

, 96

Cognitive and behavioural diversity, inclusion of

, 39

Cognitive diversity

, 38–39

inclusion of

, 39

Communication

, 20, 48

Communication barriers

, 8–9, 32

Competitive advantage

, 14, 22, 55

Compliance-based climate

, 41–42

Compliance with initiative

, 51

Course developers

, 120

Creating inclusive organizational environment

, 9

Cronbach’s alpha and composite reliability

, 89

Cronbach’s alpha reliability method

, 66

Cultural diversity

, 36–37

benefits

, 36

challenges

, 36

HR’s initiative in building inclusive workplace for

, 37

Data analysis and interpretation

demographic profile

, 86–87

findings

, 98–99

partial least squares–structural equation modelling (PLS-SEM)

, 85

results and discussion

, 88–98

measurement model

, 88–92

model fit summary

, 97–98

structural model analysis

, 93–96

sample description

, 85–88

Department of Housing and Urban Development

, 2

Designs for all

, 3

Disability

barriers to

, 31–32

administrative barriers

, 31–32

architectural barriers

, 32

attitudinal barriers

, 31

communication barriers

, 32

programmatic barriers

, 32

categories of

, 31

definition of

, 30–31

discrimination

, 31

Disabled workforce, HR’s initiative in the inclusion of

, 32–33

Discriminant validity

, 73, 89

Diverse age group employees, communicating with

, 29

Diverse age group project teams, creating

, 30

Diverse generations and their core characteristics

, 28

Diverse workforce

, 13–14

Diversity

, 19

classification of

, 19

importance of

, 22

managing

, 19–20

origin of

, 1–2

Diversity Climate

, 45–47

and Employee Perception, relationship between

, 75, 95

Diversity management

, 7

in India

, 4

Easter Seals Research Foundation

, 2

Effective managers

, 20

Effect size, estimation of

, 77–80

Employee perception

, 56–59

Employee Relations

and Accessibility, relationship between

, 75, 95

and Diversity Climate, relationship between

, 75, 95

and Employee Perception, relationship between

, 75, 95

and Inclusion Climate, relationship between

, 75

Employee relations

, 54–55

Employee resource groups (ERGs)

, 55

Employee resources/affinity groups

, 110–112

Employees, resistance from

, 8

Employees, training and development for

to promote inclusion

, 10

Employment challenges and opportunities

, 53–54

Employment opportunity

, 6–7

in India

, 4

Endogenous variable

, 64

Equality

, 1, 2–3, 12

Equal Opportunities

and Accessibility, relationship between

, 75, 95

and Diversity Climate, relationship between

, 77, 95

and Employee Perception, relationship between

, 77, 95

and Inclusion Climate, relationship between

, 77, 95

Ethnicity, race and

, 20–21

Executive Order 9981

, 1

Exogenous variable

, 64

Female workforce

, 45–46

Fit, assessment of

, 74–77

Flexible work design, for old-age workers

, 129

Focus and vision, lack of

, 16

Gender

, 21

Gender-biased behaviour

, 26–27

career advancement, prohibiting

, 26–27

glass ceiling

, 26

glass cliff for senior positions

, 27

labyrinth

, 27

personal questions during interviews

, 26

position offers, discrimination in

, 26

pregnancy discrimination

, 26

promotional barrier

, 26

sticky floor condition

, 26–27

unequal wage rate and salary structure

, 26

wrongful terminations

, 26

Gender diversity

, 24–28

discrimination against transgender people in employment

, 25

HR initiatives towards inclusion of

, 27–28

hiring

, 27

promotion

, 27

for transgender

, 27–28

in the organizational perspective

, 25

transgender

, 25

Gender identity inclusion at workplace

, 16

Generational diverse workforce

HR’s initiatives in building inclusive workplace of

, 29–30

Generational diversity at workplace

, 28

Gen X

, 28, 30

Gen Y

, 29–30

Glass ceiling

, 26

Glass cliff for senior positions

, 27

Global perspective, inclusive workplace in

, 23

Goodness-of-fit (GoF)

, 74–75, 97

Hard costs

, 12

Health care benefits and medical facilities, for old-age workers

, 129

Health-focused leadership

, 49

Heterogeneous teams

, 13

Hiring

, 27

History of accessibility practices at the workplace

, 2

HRM practices

, 52–53

Hypothetical cases

, 133

Implementation of accessible and inclusive workplace

, 12–13

economic aspect

, 12

market case prospect

, 13

moral/social justice aspect

, 12

results case prospect

, 13

Inclusion Climate

and Employee Perception, relationship between

, 77, 95

value of

, 79

Inclusion model–based training

, 109

Inclusion-related change, helping employees to embrace

, 29–30

Inclusion scenario

, 6–7

Inclusion training, approach of

, 107

Inclusive climate

, 47–50

Inclusive HR practices

, 23

Inclusive organizational design

, 3

Incompetence of HR policies and practices

, 15

India and inclusive HRM practices

, 3–5

Indian Constitution

, 4

Industrial Revolution

, 14

Integrated pyramidal business model

for inclusion and accessibility in diverse organizations

, 39–41

mapping organizational climate on the scale of inclusion and exclusion with respect to

, 41–43

Intellectual disabilities, learning and

, 21

Job satisfaction of PwDs

, 57

Kirkpatrick’s classic model

, 80

Labyrinth

, 27

Lack of inclusive practice within organization

, 11–12

Language

, 21

Latent variable

, 67, 68

Leadership

health-focused

, 49

top management

, 50

transformational

, 49–50

Learning and intellectual disabilities

, 21

Learning tools and training programmes, upgrading

, 30

Lesbian, gay, bisexual, and transgender (LGBTQ)

, 1–2, 16, 22, 35, 50

module for inclusion of genders with specific reference to

, 114–116

sample activity for building sensitivity towards

, 117–119

Life span design

, 3

Link inclusion and accessibility to evaluation of performance with scorecard

, 110

Make in India initiative

, 4–5

Managers

, 20, 109

Marital status

, 21–22, 38

inclusion of marital status–based diversity

, 38

Massive open online courses (MOOC)

, 79, 80–82, 120–123

Mature workforce

, 29

Metrics, use of

to measure performance

, 109

Migratory workforce

sample activity for building sensitivity towards

, 129, 131

training manual guide for inclusion of

, 129

Multi-collinearity

, 89–92

Multinational corporations

, 7

in India

, 4–5

Need of HR practices for inclusive and accessible workplace

, 13–15

to meet global environment changes, recruit and harmonize diverse workforce

, 13–14

relating with global customers and increasing market opportunities

, 14–15

Nixon administration

, 1–2

Non-profit organizations

, 11

NSSO (National Sample Survey Organisation)

, 4

Old-age group employees

, 9

Organizational climate

, 56

Organizational culture in India

, 4–5

Organizational level, inclusion at

, 22–23

Orientation training programs

, 9

PANGEA platform

, 52

Partial least squares–structural equation modelling (PLS-SEM)

, 85

People management

, 3–4, 6

Performance, use of metrics to measure

, 109

Personal assistance services (PAS)

, 58–59

Persons with disabilities (PwDs)

, 47, 50, 56, 57, 61

attitudes of employers and coworkers towards

, 58

Persons with disabilities (PwDs) instructor guide, module for training of

, 120–123

assistive technology

, 120

for inclusion of PwDs in the workplace

, 120

course developers

, 120

massive open online courses (MOOCs)

, 120

massive open online courses (MOOCs) developers

, 121–123

training module for inclusion of PwDs in the workplace

, 124

Physical appearance

, 21

Physical disabilities

, 21

PLS (principal component analysis) approach

, 66–67

Policies, reassessing

and promoting inclusion

, 9

Political belief, diversity based on

, 39

political belief or activity at the workplace and inclusion

, 39

Predictive relevance

, 96

Prejudices, biases and

, 8–9

President’s Committee on Equal Employment

, 1

Pro-diversity work climate programs

, 46–47

Programmatic barriers

, 32

Promotion

, 27

Promotion of inclusion and accessibility, HR initiatives in

, 9–10

reassessing policies and promoting inclusion

, 9

shift perspectives toward creating an inclusive organizational environment

, 9

stereotypical notions, challenging

, 9–10

training and development for employees to promote inclusion

, 10

p-value

, 75, 93

Race and ethnicity

, 20–21

Racial diversity

, 23–24

HR practices in inclusion in the workplace

, 24

workplace discrimination based on racial differences

, 24

Reasonable accommodation

, 33, 50–51

Reciprocal Commitment

, 41–42

Recruitment and age diversity

, 128

Recruitment policy and workplace terms and conditions

, 32–33

Relationship between inclusion and accessibility and positive performance

, 51–52

Religion

, 21

Religious belief

, 37–38

at workplace

, 37

religious accommodation and inclusion

, 37–38

Research methodology

, 62

discriminant validity

, 73

effect size, estimation of

, 77–80

additional pilot run

, 79–80

findings

, 83

fit, assessment of

, 74–77

instrumentation

, 80–82

Level I – reaction

, 80–82

Level II – learning

, 82

Level III – behaviour

, 82

Level IV – result

, 82

preliminary study

, 64–68

research design

, 61–62

research framework and hypothesis

, 61

research study variables

, 65–66

sample characteristics

, 79

sampling design

, 64

endogenous and exogenous variables

, 64

sampling size

, 63–64

structural model analysis

, 68–73

study sample

, 63

Respect

, 8–9, 47, 48, 104

RMS Theta

, 98

R-square

, 68, 74

Sales, customers, and profits

inclusion contributing positively to

, 10

Sample, defined

, 63

SCOPE Report

, 58

Secretary of Labor William Brock

, 1–2

Sexual orientation-based diversity, organizational response to

, 35

Sexual orientation–diverse groups, HR’s initiative for inclusion of

, 35–36

SMART PLS-SEM version 3

, 68

Socioeconomic status

, 22

Socioeconomic status–based diverse workforce

, 38

inclusion of socioeconomic diversity

, 38

Soft costs

, 11–12

SRMR

, 75, 98

Stereotypical notions, challenging

, 9–10

Sticky floor condition

, 26–27

Stone-Geisser Q ² value

, 96

Sustainable organization

, 43

Talent leaders applying astigmatic visions

, 16

Talent pool, inclusion providing

, 11–12

lack of inclusive practice within organization

, 11–12

non-profit organizations

, 11

Timely training for inclusion and accessibility

, 109

TMS

, 45–46

Top management leadership

, 48, 50

Training Manual

, 103

age diversity, training manual guide for

, 126–129

flexible work design

, 129

health care benefits and medical facilities

, 129

learning, training, and career development

, 128

organizational drivers for age diversity

, 128

recruitment

, 128

tips for inclusion of age-old workforce

, 127

assumptions underlying the application of the training module

, 112–113

deliverables from training manual

, 113

inclusion and accessibility training

, 104

benefits of

, 104

inclusive workplace

, 104

key participants, delivery methods expected, outcomes from the training objective

, 105–108

objective

, 106–108

steps for implementing inclusive culture

, 108

migratory workforce

sample activity for building sensitivity towards

, 129, 131

training manual guide for inclusion of

, 129

module for inclusion of genders with specific reference to LGBTQ

, 114–116

persons with disabilities (PwDs) instructor guide, module for training of

, 120–123

assistive technology

, 120

assistive technology for inclusion of PwDs in the workplace

, 120

course developers

, 120

massive open online courses (MOOCs)

, 120

massive open online courses (MOOCs) developers

, 121–123

sample activity for building sensitivity towards LGBTQ

, 117–119

training methodology for inclusion of under-represented/minority groups guide

, 119–120

training module for inclusion of PwDs in the workplace

, 124

training recommendations and best practices for inclusion and accessibility of diverse workforce

, 108–112

employee resources or affinity groups

, 110–112

inclusion model–based training

, 109

link inclusion and accessibility to evaluation of performance with scorecard

, 110

managers who value inclusive practices

, 109

timely training for inclusion and accessibility

, 109

unconscious bias training (UBT)

, 112

use of metrics to measure performance

, 109

welcoming and respectful work culture

, 109

usage of training manual guide

, 112

Transformational leadership

, 49–50

Transgender

, 25, 27–28

Transgender people, discrimination against

in employment

, 25

t-statistics

, 75, 76, 77, 93

Unconscious bias training (UBT)

, 112

Universal Design (UD)

, 2–3

Universal inclusive management

, 3–4

Value-based training

, 107

Variance inflation factor (VIF)

, 89–92

Vulnerable workers

, 51

Welcoming and respectful work culture

, 109

Workforce 2000: Work and Workers

, 1–2

Workforce diversification

, 5–6

Workforce diversity education

, 1

Workplace culture

, 51

Workplace discrimination based on racial differences

, 24

Workplace diversity, types of

, 20–22